70 20 10 Learning

    An introduction to the concept of 70 20 10 learning, and materials to support this type of training. 

    The 70 20 10 learning development model is a very hot and interesting topic at present. While it dates from the 1960s and the work of Morgan McCall and was subsequently updated by Lombardo and Eichinger in their 1996 book The Career Architect Development Planner.

    In more recent years it has been Charles Jennings who has provided significant thought leadership and very successful delivery of the 70 20 10 training approach.

    Indeed in 2007 Charles delivered a Webinar on behalf of Learning Light – asking “Has your learning strategy got muscles?” Today Charles is considered a thought leader on 70 20 10 learning  along with the increasingly influential Cindy Pascale of Vado Inc.

    Cindy Pascale has also published the excellent white paper 70 20 10 Guide Providing Structure to the 70, which is an excellent read.

    Pursuing our interest in 70 20 10 training and responding to requests for learning approaches to support it, the Learning Light team has sourced some excellent elearning led materials that support 70 20 10 learning from leading US based vendor and exponents of this model – naturally Vado’s excellent materials at e-learning centre

    This Learning Content is unique in addressing 70 20 10 because:

    1. Short bite sized learning content
    Some call it granular, others call it chunked. They mean the same thing—learners want short learning courses. Study after study shows that taking in information in small bite sized chunks leads to increased learner retention. The market has been recognizing this trend of shorter and shorter learning courses, and providers have shortened elearning courses from 4 hours to 1 hour to 30 minutes. Our learning content takes this trend to the next step to meet the demands of learners.

    2. Development happens on the job
    Research shows that 70 – 80% of learning happens on the job. Our learning courses leverage the natural way people learn. The combination of short instructional videos followed by downloadable step by step on-the-job Implementation Guides helps the learner put into practice the instruction they just completed. Since development happens on the job and Vado’s courses come with a step by step Implementation Guide, organizational leaders have confidence that the transition from training to implementation on-the-job will happen.

    3. Self paced, learner focused
    Because our content is delivered in bite sized modules, learners have “just the right amount of information” when they want it. Additionally, learners have choices.  First, they can choose what to develop and then can choose from 5 courses for each development area.

    4. Optimized for the mobile learner
    Mobile means two things:  technology and the learner experience. Our learning content is optimized for both meanings. From a technology standpoint, our content is viewable from all hand held devices. From a learner experience perspective, small bite sized videos fit the mobile learners’ requirement of not having to watch long videos on their hand held device.

    We offer the following courses to help you succeed using a 70 20 10 learning approach:

    20 courses for a Competency Development Tool Kit, all of which have passed our evaluation process.

    17 courses for an Engagement and Retentions Tool Kit, all of which have passed our evaluation process.

    These courses can cost from as little as £25.00 per single course purchase for the 5 modules or £35.00 for 7 the modules that make up the course.These courses are available for 90 days usage just click on the course title below to learn more and buy now.

    We can also offer the course library with an enterprise license. If you require a fully hosted solution with an LMS we can help, just contact us.

    Competency Development Courses

    using  70 20 10 learning, using elearning videos and downloadable checklists
    Career Development 70 20 10 Competency Development 

    Our view…..ideal to support new starters, with the onus put firmly on the individual to contribute towards the competency acquisition. Take the induction process beyond just introductions by using this course in your workplace. 

    Communication 70 20 10 Competency Development 

    Our view…..with considerable management input in these modules into the development of the “must have” communications competencies for the workplace this is very useful 2 way learning and evaluation with your manager and colleagues.

    Customer Service & Customer Focus 70 20 10 Competency Development 

    Our view……with the commencing module management led, the remainder put significant emphasis on the individual participant to gain a solid understanding of those most important to any organisation ….its customers, and the 70 20 10 approach really works very well here indeed

    Developing Talent 70 20 10 Competency Development 

    Our view….this is a clear and concise piece of learning around Talent Development showing that this is an important everyday activity, not a software platform

    Engagement  70 20 10 Competency Development 

    Our view……with a role for management in this learning this is an interesting and innovative way of supporting an employee to improve their performance and will in our view have real benefits in reducing labour turnover.

    Giving Feedback 70 20 10 Competency Development  

    Our view.…..giving feedback and asking and evaluating how good your actual feedback provision is …is hugely important and these modules really gets to grip with that thorny subject that causes so much angst to so many people.

    Innovation 70 20 10 Competency Development 

    Our view....Innovation is a topic that attracts a lot of attention and this set of modules is about sharing ideas and embedding the concept of creative thinking in the everyday….useful stuff. 

    Inspiring Others 70 20 10 Competency Development 

    Our view….this set of modules is about leadership and bringing a team together and it gives a set of great guiding principles and practices that will make a difference to any team, old or “forming and norming” which will lead to a team that is performing.

    Integrity and Trust 70 20 10 Competency Development 

    Our view…..this is excellent learning addressing an area that will give strength to any organisation by supporting open communications and how to meet your personal job commitments.

    Leadership 70 20 10 Competency Development 

    Our view…..this is very useful learning for any individual trying to improve their leadership skills while ensuring they remain connected with the organisations values. This is very practical learning that can be put to use very effectively in the workplace.
    Managing Conflict 70 20 10 Competency

    Our view….invaluable learning for one of the most difficult of situations. The use of mediation is of great value, and the overall framework and culture change is particularly useful.

    Organization Vision & Strategy 70 20 10 Competency Development 

    Our view…..with focus on the individual ( an individual with leadership responsibilities) to clearly communicate the organisational strategy and ensure its alignment to any projects or initiatives you as a leader are considering initiation of is very valuable indeed.

    Performance Management 70 20 10 Competency 

    Our view…..excellent, practical with process. This learning will help you improve the performance of your team, this builds on the importance of feedback and recognition. Great for managers of all standing and essential for new managers and supervisors.

    Problem Solving and Decision Making 70 20 10 Competency Development 

    Our view…..problem solving de-mystified and put into practical process driven procedures. These modules are highly commended to those appointed to supervision or managerial roles and are faced with managing through problems.

    Providing Challenging Work 70 20 10 Competency Development 

    Our view…..another example of very practical learning designed to improve an organisations performance, dealing with those interesting areas of autonomy and a challenges suitability to team members.

    Providing Resources 70 20 10 Competency Development   

    Our view….more practical and challenging learning that will prove of great use to any organisation seeking to get the best from their people.

    Recognition 70 20 10 Competency Development 

    Our view….one of our favourites, addressing an area often neglected in too many organisations, and this learning will really help you address this very real competence and understand its importance.

    Teamwork 70 20 10 Competency Development 

    Our view……very valuable and sometimes so obvious the fine points are missed….well this learning will ensure that team work remains high on the everyday agenda.

    Work Life Balance 70 20 10 Competency Development 

    Our view…what can we say other than very useful learning materials, again practical and with purpose to improving an organisations performance.

    Engagement and Retention Toolkit

    using  70 20 10 learning, using elearning videos and downloadable checklists

    Our view…what can we say other than very useful learning materials, again practical and with purpose to improving the most common areas impacting employee engagement and retention.Remember, Research shows that 70 to 80% of development happens on-the-job.

    The Engagement and Retention modules include a mix of actions for individuals and managers to improve engagement and retention with strategic, leadership and practical work environment actions.

    Our Engagement and Retention Toolkit Dimensions contains learning content for 17 of the most common areas for improvement.

    Communication 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to communicate messages clearly and effectively, ensuring individuals have the right information at the right time.

    ·         Receive feedback from your team on how well you are communicating key messages

    ·         Create communication reminders for the most frequent audiences you interact with

    ·         Evaluate your communication with co-workers and peers to see how well you listen

    ·         Ensure your team gets the right information at the right time

    ·         Establish team communication norms and expectations

     

    Development 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to provide the opportunity to improve individual skills and develop a career.

    Create a skill development plan with your employee

    Build the skills required to increase personal performance

    Use a coaching process after employees make mistakes or miss their performance goals

    Get to know employee’s career desires and aspirations

    Create a career plan with your employees

     

    Engagement 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to create work situations that cause people to perform at the highest level.

    ·         Identify what work is energizing to your employees

    ·         Determine what factors would create a great job and work situation for your employees

    ·         Discuss with your employees why you value them, why they’re important to the team and company

    ·         Involve others in solving important problems and issues

    ·         Recognize employees who seek out ways to improve the way things get done

     

    Inclusion 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to ensure the opinions and ideas of others are valued, and the company encourages diversity of backgrounds and perspectives.

    ·         Employees learn how each person is diverse and how these differences help make a strong team

    ·         Create an agenda item to discuss how the ideas and opinions of others are being solicited and used

    ·         Assess if people are truly able to speak freely within the team

    ·         Share with your team how people react to you when you speak freely with others

    ·         Team members get to know one another

     

    Integrity 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to ensure actions are consistent with company values; ethics and integrity take priority over achieving business results.

    ·         Identify and share what you expect from your employees

    ·         Create a team culture that capitalizes on team member strengths

    ·         Teams discuss what integrity looks like and identifies expectations for the team

    ·         Ask a leader to come talk to the team about ethics, integrity, and the company values

    ·         Determine how to support your team so they can performance at their best

     

    Leadership 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to support leaders to communicate effectively, lead and inspire others, and create an environment of excellence.

    ·         Identify all possible outcomes before implementing a decision

    ·         Inform and inspire your employees regarding the team’s vision

    ·         Ask a leader to discuss the company’s upcoming strategy and changes with your team

    ·         Perform a top talent review to determine what you need to do to keep your top talent

    ·         Identify what is required to create a work situation that will cause each employee to stay

     

    Meaningful Work 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to evaluate how the learners job uses their skills and abilities; and aspire to see a link between their work and the company’s strategy.

    ·         Determine how an employee’s top talents are used in his or her job

    ·         Assess whether employees have what they need to be successful in their role

    ·         Create the connection between company objectives and employees’ core work

    ·         Create team innovation norms and expectations

    ·         Involve the right people and gather the right information to make great decisions

     

    Organization Vision 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to support individuals to clearly understand the company vision and how they support the organization’s strategy.

    ·         Determine what the team can do to help meet the team’s goals and achieve the organization strategy

    ·         Team members discuss the team’s overall purpose and deliverables

    ·         Evaluate the success of projects based on how well it moved the company towards its vision and strategy

    ·         Connect every employee’s individual goals to the organization’s vision and strategy

    ·         Discuss how the team’s goals and core work is directly connected to the company’s strategy

     

    Performance Management 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to receive feedback on their performance and ensure they are recognized for a job well done.

    ·         Quickly understand how employees feel about their performance evaluation and rating

    ·         Perform a performance review with your employees

    ·         Employees gain a clear understanding of what they must deliver in the next three months

    ·         Team members learn how to monitor and measure their own performance

    ·         Provide recognition to your employees each and every day

     

    Resources 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to identify the resources need to do their job.

    ·         Take action to provide the resources employees need for success

    ·         Determine if employees have the resources they need to be successful

    ·         Employees identify one resource they need to be successful in the next 60 days

    ·         Team members prioritize resources needs

    ·         The team determines how they can improve the efficiency of existing resources

     

    Satisfaction with the Company 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to identify how they feel valued and satisfied with the company; and how they would recommend my company as a great place to work.

    ·         Ask a leader to thank an individual employee or team for their contribution and results

    ·         Identify individuals who are really contributing to the team or company goals

    ·         Talk with your employees about their overall satisfaction with the company and their work situation

    ·         The team evaluates how well the company meets their individual needs

    ·         Facilitate a team discussion regarding what employees love about the company

     

    Supervision 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to identify where a supervisor gives great direction and feedback, and cares about me as a person.

    ·         Identify what you know about your employees’ family, hobbies, personal challenges, and interests

    ·         Evaluate how fair you are with others

    ·         Create problem-solving expectations for your employees

    ·         Find out what your employees need from you, their manager

     

    Teamwork 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to identify where people work together to get the job done, and work well with other teams and work units.

    ·         Create a team meeting agenda item to reinforce great teamwork

    ·         Encourage project teams and work teams to rely on each other’s skills, knowledge, and abilities

    ·         Involve the right people and gather the right information to make great decisions

    ·         Identify actions the team can take to strengthen how they work with others within the company

    ·         Create behavior norms and expectations for working together as a team

     

    Total Rewards 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to identify a clear link between performance and compensation; the benefits package meets my needs.

    ·         Create a clear link between performance delivered and rewards received

    ·         Discuss with your employees how individual performance impacts rewards and compensation

    ·         Identify who needs to be rewarded for working hard and going above and beyond what’s required

    ·         Help employees know what is the market range compensation for their role

    ·         Conduct a benefit discussion with your team

     

    Trust and Fairness 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to identify how people treat one another with trust and respect; concerns and complaints are listened to.

    ·         Evaluate how you respond to concerns or issues presented by your employees

    ·         Determine how you support your employees

    ·         Team members get to know one another

    ·         Build trust by learning what will create a great work situation for each employee

    ·         Show you trust your employees by recognizing their accomplishments and contribution

     

    Turnover 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to create work situations that make employees want to stay.

    ·         Find out what factors will cause your employees to stay

    ·         Identify what is required to create a work situation that will cause each employee to stay

    ·         Perform a departure review for your team members

    ·         Determine if each employee’s compensation package is within market range

    ·         Identify what will create a work situation that will cause you to stay

     

    Work/Life Balance 70 20 10 Engagement and Retention Toolkit Dimensions

    In these 5 modules you will look at the competencies needed to assess a good balance between work and personal life. 

    ·         Ensure everyone is clear on what work/life balance looks like with the team or department

    ·         Identify who needs help getting a better balance between work and their personal life

    ·         Understand what work/life balance looks like for each person

    ·         Determine if the workload is right for your employees and for the company

    ·         The team determines what they can do together to create balance for everyone on the team

    Just a reminder:

    Our view…what can we say other than very useful learning materials, again practical and with purpose to improving the most common areas impacting employee engagement and retention.Remember, Research shows that 70 to 80% of development happens on-the-job.

    If you are looking for an enterprise license for this or any of our other elearning courses, just get in touch and we can arrange no obligation demonstrations.

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